Difference between revisions of "Human resource management"
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Revision as of 14:46, 27 June 2013
Definition
Summary
Description
(1) Managers ensure that future staffing needs are identified and tracked through an ongoing workforce planning process. This planning process includes a knowledge loss risk assessment that identifies knowledge that is critical to the organization’s mission and that may be lost in the near future. Appendix III provides a summary of the knowledge loss risk assessment method of one NPP operating organization. Appendices XXI–XXVI and XXVIII address the topic of workforce planning.
(2) Succession plans are in place for key corporate and plant positions. The succession plan includes rotational assignments, project assignments and other means to develop staff for advancement. A profile defining the competencies needed for key jobs is established and used to identify candidates for leadership positions and to guide their development. Appendices XXVII, XXIX and XXX provide descriptions of succession planning processes for NPP operating organizations.
(3) Candidates for leadership positions are developed through training and assignments in a variety of positions within the organization. On an ongoing basis, senior nuclear managers assess the progress of individuals identified as having management and leadership potential and their readiness for future management positions. Appendices XXVII, XXIX and XXX provide information regarding the tools used by three different NPP operating organizations for development of future leaders.
(4) Human resource personnel work as a team with line managers to anticipate personnel needs and recruit to ensure sufficient staffing of knowledgeable and skilled personnel. Appendix XXVII provides information at to how the HRD Department of an NPP operating organization works together with line managers to anticipate plant staffing needs.
Source: Knowledge Management for Nuclear Industry Operating Organizations
